The American Dream The Dream Of Abundance - 1229 Words

freedom includes the opportunity for success and achievement, and an upward social flexibility for the family and children, completed through hard work in a society with few walls. The American dream has always been a staple of American culture. When people speak of it, they often refer to the first half of the 20th century. Despite this, the American Dream is just as relevant to American culture today as it was in the last century. In this essay, we will explore the American dream and just what it is. Firstly, it’s important to mention the American dream isn’t measured based on what an individual has. It must be measured on its principles and how they apply to society. Although the American dream isn’t as distinct from the rest of the†¦show more content†¦One can say the American dream has been born out of the constitution. It’s the constitution that allows it to exist. Without the rights enshrined in this document, the American dream wouldn’t be able to persevere. Today, the American dream is still relevant. How people achieve this dream has changed, but the basic principles of it haven’t. The difference today is young people may go to college instead of an apprenticeship to go about their pursuit of the American dream. In conclusion, the American dream is about both choice in the consumer industry and unlimited freedom of choice. These are principles Americans demand in everything they do. In many ways, the American dream has grown to symbolize more than just the consumer industry. The American dream is a symbol of a strong America. Here are the top reasons for believing in the national dream: 59%: â€Å"I’m intelligent and work hard, so I should succeed.† 52%: â€Å"America is the land of opportunity.† 25%: â€Å"I am an optimist.† 25%: â€Å"I have a secure job or business.† 15%: â€Å"My religious faith insures I will find fulfillment.† 2%: Not sure or other. Here are the reasons given by those who say the dream does not exist: 44%: â€Å"The powers that be don’t care about people like me.† 29%: â€Å"Americans shouldn’t think of themselves as special and entitled to an ideal life.† 27%: â€Å"Where I live, it costs too much, and the American Dream is just out of reach.† 14%: Not sure or other.Show MoreRelatedThe Failure Of The American Dream1092 Words   |  5 Pages The Unavoidable Failure of the American Dream When times are hard many resort to dreaming about their perfect image of what life can be. Their dream will be unattainable because life is never perfect. The American Dream is an idea many thought about during the Great Depression because times were harder for the average working American. The Great Depression occurred during the 1930s when the economy collapsed and eventually one out of four people became unemployed. The Dust Bowl added to the stressRead MoreNo Escape From The Incessant Dream918 Words   |  4 PagesThere is no escape from the incessant dream. It encompasses every factor of the modern American lifestyle. It all begins with The American Dream, in which everyone strives to become part of something bigger then themselves. The obsession, that supposedly defines how happiness can be obtained. But happiness is not, contrary to the beliefs of the American Dreamers, measured on a checklist including 2.5 kids, 1 dog, 1 cat, baby blue house in suburbs, white picket fence, 2 car garage, and a perfectlyRead MoreMy Opinon on the American Dream1393 Words   |  6 Pagesyou gave me. Thanks. The so-called American Dream is one of the most time-honored and clichà © phrases used to describe the conception of the United States. 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Successful mass productions of goods accelerate d buying activities, which promoted the economic development in the UnitedRead MoreThe Grapes Of Wrath And Of Mice And Men1644 Words   |  7 PagesJarvis Johnson Research Paper John Steinbeck is an American author of 27 books, widely known for award winning novels, The Grapes of Wrath and Of Mice and Men; Steinbeck is also a Nobel Prize winning of Literature. Steinbeck’s writing expresses realistic and creative thoughts, combining as they do compassionate comedy (through Lennie) and intense social perception with their surrounding national culture. John Steinbeck, â€Å"Of mice and Men†, Printed in 1937, articulating a tale of characters, GeorgeRead MoreThe Narrative of the Life of Frederick Douglass and its Illustrations of the American Dream1474 Words   |  6 PagesThe American dream can be defined as the promise of living in America with opportunities for all, regardless of social class, and according to their ability and effort (Schnell, 2010). Proponents of the American dream believe that there is equal opportunity for all in the American society to achieve success. Success is not pegged on social status, race, or creed, but rather on an individual’s own efforts. The definition of the American dream has unique interpretations to different people. The mostRead MoreThe Emptiness of the American Dream in The Great Gatsby Essay1130 Words   |  5 PagesGatsby’s sole purpose in life is to achieve the American Dream: to become a land owner, married to the love of his life, who live in comfort and abundan ce. However, he never gets everything he wants as his love for Daisy is not as fully reciprocated as he wishes it to be. His dream, and the one Nick pursues as well, are only dreams in the end. The culture of the time only gives empty fulfillment with no real substance. The people, like their dreams, are only illusions of what they want to be. Gatsby’sRead MoreRhetorical Analysis Of I Have A Dream Speech850 Words   |  4 PagesAt the March on Washington, August 28, 1963 Martin Luther King Jr. delivered the famous â€Å"I Have a Dream† speech. King was encouraged to write the speech because of all the injustices involving minority groups in America. He hopes to be a â€Å"beacon of light†(American Rhetoric:Martin Luther King) to many. Even though the â€Å"I Have a Dream† speech is targeted towards the negroes in the southern states in America that go through the struggle of inequality, it can be used to help all races. The purpose ofRead More Unfulfilled Dreams in The Great Gatsby by F. Scott Fitzgerald1401 Words   |  6 PagesUnfulfilled Dreams in The Great Gatsby by F. Scott Fitzgerald Everyone has dreams of being successful in life. When the word American comes to mind one often thinks of the land of opportunity. This dream was apparent with the first settlers, and it is apparent in today’s society. In F. Scott Fitzgerald, The Great Gatsby (1925), he illustrates the challenges and tragedies associated with the American dream. By examining Jay Gatsby, Tom Buchanan, and Myrtle Wilson through the narrator Nick CarrawayRead MoreThe Great Gatsby By F. Scott Fitzgerald1714 Words   |  7 Pagessneers at their indulgent, careless ways of living. At the same time, all of the characters, including Nick himself, are seduced by the American Dream and its deceiving glamor. Though the book may seem as if it endorses the class structure, ultimately Fitzgerald uses connotation, the personalities of his characters, and examples of failure of the American Dream in order to show the deficiency of the capitalist system and the class structure. The Great Gatsby is bursting with hidden meanings. Fitzgerald

Balance Sheet and Accounting - 8361 Words

WHAT HAS THE INVISIBLE HAND ACHIEVED? Ross L. Watts Sloan School Massachusetts Institute of Technology January 27, 2006 _____________________________ This paper was presented at the Institute of Chartered Accountants in England Wales Information for Better Capital Markets Conference in London on December 20, 2005. I am grateful to Ryan LaFond, Karthik Ramanna, Sugata Roychowdhury and Joseph Weber for their comments. All remaining errors are mine. 1. INTRODUCTION When I was invited to present at this conference I was asked to address the question: â€Å"What has the invisible hand achieved (in financial reporting).† This is a rather broad question and an impossible one to answer using the evidence in the empirical accounting†¦show more content†¦Section 5 predicts the eventual outcomes if the FASB and International Accounting Standards Board (IASB) continue in their apparent resolve to fundamentally change the nature of accounting and financial reporting. Finally section 6 provides a summary and my conclusions. 1 Evidence of the market ignoring unverifiable accounting numbers can be found in Leftwich (1983) who reports that debt contracts exclude goodwill when measuring total assets. 3 2. PRIVATE MARKET FORCES FINANCIAL REPORTING 2.1 Agency costs and financial reporting. The original development of accounting and financial reporting appears to be driven by control of agency costs. These costs arise when a principal delegates decision-making ability to an agent who maximizes his own welfare rather than that of the principal. There is considerable evidence that writing itself was developed in order to allow for accounting and control of the costs of agency relations such as that between a noble and a steward (de Ste Croix 1956; Yamey, 1962; Chadwick, 1992). Millennia later the wardens of English medieval guilds would prepare and present audited financial accounts as a mechanism to reduce agency costs (Watts and Zimmerman, 1983). The early English companies inherited this mechanism from the guilds. For example, even in its first years the British East India Company prepared annual audited financial statements and presented those statementsShow MoreRelatedBalance Sheet and Accounting Standards2406 Words   |   10 PagesANSWER SHEET STUDENT’S SURNAME........................................... OTHER NAMES.......†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦......................................... STUDENT NUMBER....†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.................................. TUTORIAL DAY TIME........†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦................... TUTOR’S FULL NAME......................................... Test 1 – Version 2 Session 2, 2012 Course Code: ACCG 224 Course Name: INTERMEDIATE FINANCIAL ACCOUNTING Time allowed: 55 minutes plus 5 minutes reading time Total No. of questions:Read MoreAccounting: Balance Sheet and Financial Statements1509 Words   |  7 Pagesprice-level accounting d. audit report 3. The percent of fixed assets to total assets is an example of e. vertical analysis f. solvency analysis g. profitability analysis h. horizontal analysis . 4. An analysis in which all the components of an income statement are expressed as a percentage of net sales is called i. vertical analysis j. horizontal analysis k. liquidity analysis l. common-size analysis 5. A balance sheet thatRead MoreInventory Accounting, Auditing, and Balance Sheet Components1145 Words   |  5 Pagesplanning the audit of a client s inventory, an auditor identified the following issues that need audit attention. 1. Inventories are properly stated at the lower of cost or market. 2. Inventories included in the balance sheet are present in the warehouse on the balance sheet date. 3. Inventory quantities include all products, materials, and supplies on hand. 4. Liens on the inventories are properly disclosed in notes to the financial statements. 5. 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Green Hrm free essay sample

PROJECT REPORT ON â€Å"GREEN HRM PRACTICES IN DMRC† MBA 2nd Semester Year: 2011 Submitted to Ms. N. Malati as a part of Human Resource Management paper in the Second Semester of MBA Submitted by – Kanika Sehgal Enrollment no. -01012303910 Prerna Sharma Enrollment no. -03712303910 ACKNOWLEDGEMENT It gives us an immense pleasure to present the project titled â€Å"Green HRM practices in DMRC† We would hereby like to express our hearty gratitude to many individuals. Without their co-operation, support and help at every stage the successful completion of the Project would not have been possible. We would like to extend our sincere regards to Mr. Mayank Garg (Junior Engineer), DMRC for his valuable guidance and suggestion that helped us a lot during preparation of the Report. We would like to thank all the respondents who had helped us to bring out the project in a successful manner. We would like to show our greatest appreciation to our faculty guide Ms. N. Malati for her tremendous support and guidance which helped us a lot in completion of the project. Kanika Sehgal Enrollment no. – 01012303910 Prerna Sharma Enrollment no. -03712303910 EXECUTIVE SUMMARY There is a growing need for the integration of environmental management into Human Resource Management (HRM) – Green HRM – research practice. Green initiatives within HRM are increasing as a result of the mounting concern over global warming and the adverse effect of much business activity on the natural environment. They often form a part of wider programmes of corporate social responsibility. This study examines the use of HRM policies of the company to promote the sustainable use of resources and more generally, promote the cause of environmentalism. It examines the type of environmental friendly green initiatives that the company is utilizing involving its workforce and human resource practices. It also analyzes the kinds of actions taken within green HRM initiatives to eliminate those that are environmentally damaging and to advance sustainable business practice. The results confirm that the company is incorporating and working towards integrating a number of green practices. The company has made environmental responsibility a part of its organization’s mission statement and views the promotion of social responsibility as the most critical objective of their green programs. TABLE OF CONTENTS TOPIC PAGE NO. 1. INTRODUCTION 6-7 1. 1 Objective 8 1. 2 Research methodology 9-11 2. COMPANY PROFILE 2. 1 Overview of the company 13-14 3. LITERATURE REVIEW 16-18 4. CONCEPTUAL FRAMEWORK20-22 5. ANALYSIS 5. 1 Demographic Analysis24-25 5. 2 Data Analysis And Inferences 26-30 6. FINDINGS AND SUGGESTIONS 6. 1 Key Findings 32 6. 2 Conclusion 33 6. 3 Suggestions34 6. 4 Limitations 35 7. BIBLIOGRAPHY 37 8. ANNEXURE 8. 1 Questionnaire 39-41 INTRODUCTION INTRODUCTION After a wealth of research into green marketing (Peattie, 1992), accounting Owen, 1992), and management (McDonagh and Prothero, 1997), gaps still exist in the Human Resource Management (HRM) literature on the HR aspects of environmental management Green HRM. The purpose of this project was to examine and draw together the HR aspects of environmental management and map the terrain in this field, and to detail a model of the HR processes involved in Green HRM. Green HRM involves the use of HRM policies to promo te the sustainable use of resources within business organizations and, more generally, promote the cause of environmentalism. The kinds of action taken within green HRM initiatives include educating employees about climate change and other environmental issues, training in working methods that reduce the use of energy and other resources, promoting and incentivizing more sustainable means of travel to work (e. g. car sharing, cycling, public transport), and auditing employee benefits to eliminate those that are environmentally damaging (e. g. unnecessary provision of a high powered company car). Some green HRM initiatives also make use of employee volunteering to support environmental charities and projects and to develop green initiatives at work. Where trade unions are present, green HRM may involve consultation and joint working with union environmental representatives (i. e. union representatives who are trained to promote a green agenda at work) to advance sustainable business practice. Many companies have incorporated environmental management into business operations and have a formal green program in place or plan to implement one in the next 12 months. Many companies currently have the following green programs in place: †¢ Using the internet or teleconferencing to cut down on business travel Putting Summary Plan Descriptions (SPDs) or other company information online to reduce printing †¢ Promoting the reduction of paper usage †¢ Implementing wellness programs around proper nutrition, fitness, and healthy living †¢ Offering opportunities for employees to telework or work from home †¢ Ride/Share programs Green initiatives within HRM are increasing as a result of mounting concern over global warmi ng and the adverse effect of much business activity on the natural environment. Environmental responsibility should be a part of the organization’s mission statement and the promotion of social responsibility should be viewed as the most critical objective of their green programs. The Delhi Metro has won awards for environmentally friendly practices from organisations including the United Nations, RINA, and the International Organization for Standardization, becoming the second metro in the world, after the New York City Subway, to be ISO 14001 certified for environmentally friendly construction. It is also the first railway project in the world to earn carbon credits after being registered with the United Nations under the Clean Development Mechanism, and has so far earned 400,000 carbon credits by saving energy through the use of regenerative braking systems on its trains. The purpose of this research is to analyze what kind of green HRM initiatives are taken up in DMRC and how does it help in environment conservation. The insight and best practices showcased in this report are distilled from lessons learned from interviews with employees. This study would help DMRC in further enhancing its HR practices in line with the growing concern for environmentalism. 1. 1 OBJECTIVES OF THE PROJECT †¢ To examine and draw together the HR aspects of environmental management and map the terrain in this field. †¢ To detail a model of the HR processes involved in Green HRM †¢ To identify the best green HRM practices in DMRC. †¢ To analyze policies and practices of DMRC that may help to eradicate those that are environmentally damaging. †¢ To suggest the strategies and steps for promoting environmentalism. Thus, the objective of this report is to indicate significant works on Green HRM research, integrating environmental management and HRM, and to group them so as to identify gaps, issues, and scope for further research. This study would help DMRC in incorporating environmental management into business operations on a larger pace and will also explore several areas to be considered in the green space. 1. 2 RESEARCH METHODOLOGY Methodology is the key to any kind of research. It helps to maintain a track of what to do and not to do. It has various approaches to it. A good methodology works as a strong plan for collecting both primary and secondary data. There are different ways of adopting good methodology. There are two main ways to collect data, which is, primary and secondary. In fact, both are necessary to provide a balanced study on any kind of research. RESEARCH DESIGN There exist two types of research. These types can broadly be classified as follows: 1. Exploratory and 2. Conclusive ? In this respondents were personally interviewed and in this particular study exploratory research has been used because each and every respondent may have a different attitude and perception. So it was easy to stimulate respondents to reveal more of the entire situation rather than from the study of one or several selected aspects alone. ? It gave a description of a real event or situation and more accurate data was obtained, probably as a result of a longer, more intimate association of the researcher and the respondents. This chapter explains the methods used to carry out the study, giving special emphasis to the treatment and techniques used to analyze the data. ? A literature review using an archival method is adopted as it enables us to structure research and to build a reliable knowledge base in this field (Tranfield et al. 2003). Our analysis process includes classifying the literature in a process model format of HRM (from entry to exit). ? As an initial step in developing this project, the green HRM practices taken up at DMRC were studied thoroughly. ? The second phase involved studying the execution of green HRM practices through various interviews with employee s. ? The purpose of the interviews was to gain an in depth understanding of trends and issues related to the practices. ? After receiving the feedback from the interview process, the data was finalized to review the potential best practice activities and identify the scope for improvement. SOURCES OF INFORMATION The information and data to be collected can be of two types – Primary and Secondary. The primary information is first hand information and is called specifically for the study being conducted. So the researcher himself collects information with relevance to the problem. The secondary information is the second hand information for the researcher. The particular information has been collected by some other researcher for the problem to be solved. This particular project was mainly accomplished with the help of primary data, as it was really helpful to give the realistic picture. The information about various green HRM practices in DMRC was collected by talking to the employees in DMRC. ? For finding out the best green HRM practices questionnaires were administered to people. DATA COLLECTION METHOD There are two methods for collection of data: 1. Questionnaire method 2. Interview method There was a single booklet of questionnaire consisting of 3 pages. The questionnaire was prepared on the basis to assess DMRC on various grounds of green HRM initiatives and policies practiced. Administration of one book let of questionnaire took approximately 5-7 minutes SAMPLING SIZE A sample size of 50 employees was chosen. Most of the respondents were available at the time of visit and they cooperated very well in giving the required information. SAMPLING METHOD In this particular study, Convenience sampling has been used. TECHNIQUE USED FOR DATA ANALYSIS Mean response method is used extensively to evaluate the responses. COMPANY PROFILE 2. OVERVIEW OF THE COMPANY History The concept of a mass rapid transit for Delhi first emerged from a traffic and travel characteristics study which was carried out in the city in 1969. Over the next several years, many official committees by a variety of government departments were commissioned to examine issues related to technology, route alignment and governmental jurisdiction. In 1984, the DELHI DEVELOPMENT AUTHORITY and the Urban Arts Commission came up with a proposal for developing a multi-modal transport system, which would consist of constructing three underground mass rapid transit corridors as well augmenting the citys existing suburban railway and road transport networks. While extensive technical studies and search for financing the project were in progress, the city expanded significantly resulting in a twofold rise in population and a fivefold rise in the number of vehicles between 1981 and 1998 Consequently, traffic congestion and pollution soared, as an increasing number of commuters took to private vehicles with the existing bus system unable to bear the load. An attempt at privatizing the bus transport system in 1992 merely compounded the problem, with inexperienced operators plying poorly maintained, noisy and polluting buses on lengthy routes, resulting in long waiting times, unreliable service, extreme overcrowding, unqualified drivers, speeding and reckless driving. To rectify the situation, the Government of India and the Government of Delhi jointly set up a company called the Delhi Metro Rail Corporation (DMRC) on March 5, 1995 with E. Sreedharan as the managing director. Construction Physical construction work on the Delhi Metro started on October 1, 1998. After the previous problems experienced by the Calcutta Metro, which was badly delayed and 12 times over budget due to political meddling, technical problems and bureaucratic delays, the DMRC was given full powers to hire people, decide on tenders and control funds. The DMRC then consulted the Hong Kong MTR on rapid transit operation and construction techniques. As a result, construction proceeded smoothly, except from one ajor disagreement in 2000, where the Ministry of Railways forced the system to use broad gauge despite the DMRCs preference for standard gauge. The first line of the Delhi Metro was inaugurated by Atal Behari Vajpayee, the then Prime Minister of India on December 24, 2002 and thus it became the second underground rapid transit system in India, after the Kolkata Metro. The first phase of the project was completed in 2006 on budget and almost three years ahead of schedule, an achie vement described by BusinessWeek as nothing short of a miracle. Network The Delhi Metro is being built in phases. Phase I completed 65. 11  km (40. 46 mi) of route length, of which 13. 01  km (8. 08 mi) is underground and 52. 10  km (32. 37 mi) surface or elevated. The inauguration of the Indraprastha–Barakhamba Road corridor of the Blue Line marked the completion of Phase I on October 27, 2006. Phase II of the network comprises 128  km (80 mi) of route length and 79 stations, and is presently under construction, with the first section opened in June 2008 and a target completion date of 2010. Phases III (112  km) and IV (108.   km) are planned to be completed by 2015 and 2021 respectively, with the network spanning 413  km (257 mi) by then Environment and aesthetics The Delhi Metro has won awards for environmentally friendly practices from organisations including the United Nations, RINA, and the International Organization for Standardization, becoming the second metro in the world, after the New York City Subway, to be ISO 14001 cer tified for environmentally friendly construction. Most of the Metro stations on the Blue Line conduct rainwater harvesting as an environmental protection measure. The elevated stations are light efficient and use solar energy in daytime. The metro feeder bus service acts as a means of public transport thereby promoting lesser use of private vehicles. Cleanliness is maintained at the metro stations and trees are planted at the footpath. Eco-friendly means of transport like cycle are provided and promoted at the metro stations like at the vishvavidyalaya metro station. Metro cards and tokens are made of plastic which saves paper which in turn reduces cutting of trees. DMRC is also the first railway project in the world to earn carbon redits after being registered with the United Nations under the Clean Development Mechanism, and has so far earned 400,000 carbon credits by saving energy through the use of regenerative braking systems on its trains. The Metro has been promoted as an integral part of community infrastructure, and community artwork depicting the local way of life has been put on display at stations. Students of local art colleges ha ve also designed decorative murals at Metro stations, while pillars of the viaduct on some elevated sections have been decorated with mosaic murals created by local schoolchildren. The Metro station at INA Colony has a gallery showcasing artwork and handicrafts from across India, while all stations on the Central Secretariat – Qutub Minar section of the Yellow Line have panels installed on the monumental architectural heritage of Delhi. LITERATURE REVIEW 3. LITERATURE REVIEW Recruitment In the United Kingdom (U. K. ) environmental issues have an impact on recruitment, as survey data show that high-achieving graduates judge the environmental performance and reputation of a company as a criterion for decision-making when applying for jobs (Wehrmeyer, 1996: 18-19; Oates, 1996: 127). A survey by the British Carbon Trust shows over 75% of 1,018 employees considering working for a firm see it as important that they have an active policy to reduce carbon emissions (Clarke, 2006: 40), and another by the U. K. Chartered Institute of Personnel and Development (CIPD) reveals that 49% of their respondents take environmental credentials into account when deciding whether to take a job or not, with firms like Boots viewing the ‘green job candidate’ as influencing thinking in this area (Brockett, 2006: 18). Performance Management (PM) and Performance Appraisal (PA) Firms like Amoco in the United States (U. S. have installed corporate-wide environmental performance standards (which cover on-site use, waste management, environmental audits, and the reduction of waste) to measure environmental performance standards, and developing green information systems and audits (to gain useful data on managerial environmental performance), as seen at Union Carbide, who inclu de a green audit programme that contains field audits – which are seen as important, as they can give employees a mechanism by which they can raise any recurring problems, and gain information and feedback on past and future environmental performance of their firm (Milliman and Clair, 1996: 61-63). Several of the existing PA systems in use in the U. S. seem limited to plant and division managers and executives only (for example at EGG and Kodak), with only Browning-Ferris Industries (BFI) developing a sophisticated one for their regional and facility managers (Milliman and Clair, 1996:60). There is also a need to bridge any differences in corporate rhetoric and action, and develop HR systems in PA and reward so that environmental management initiatives are not seen simply as a management ‘fad’ (Milliman and Clair, 1996: 52, 63-64). Overall, the literature suggests that if environmental criteria are integrated into the process of staff appraisal (by writing such responsibilities into all staff action plans), then a learning culture in EM can be encouraged (Rees, 1996: 371). Training and Development Examples of best company practice in training and development in EM in the U. S. comes from Allied Signal Inc. , who include a Total Waste Minimization (TWM) component into their training, whilst Nordstrom use education initiatives in general waste minimization (May and Flannery, 1995: 30, 34-35). Training seems to be one area where the role of HRM in environmental management has been recognised for some time (as job rotation provides a useful way to train Green executives or future Board members in EM, and is seen as a crucial part of successful environmental programmes (Wehrmeyer, 1996: 15). For example, many firms in the U. S. have begun training initiatives like the one at Polaroid, where training objectives are linked to their vision regarding regulatory compliance (Milliman and Clair, 1996: 53). Training Needs Analysis (TNA) Company practices in the U. S. include using specialists to design such TNA (as seen at Duke Power), and another is to survey employees regarding their levels (Milliman and Clair, 1996: 53). The corporate environmental training committee at Duke Power oversees and investigates their environmental training needs (signalling to managers that EM is important, and has resources dedicated to it), and Rothenberg (2003: 1794-1795) has found that most environmental projects at NUMMI (the joint venture between General Motors and Toyota in California) combine more than one category of knowledge. Development In the chemical industry in Europe, where DuPont look for engineers with technical skills plus a specialist environmental formation (and not vice-versa) and also value communication skills too, whilst at Usinor Sacilor they expect environmental organisers to be co-ordinators, working in cross-disciplinary teams. Employment Relations In the U. S. , companies like Tennant Company have used EI to develop new dry-abrasive systems for stripping and recoating concrete industrial floors, replacing previous a process which exposed workers to hazardous solvents and fumes (May and Flanne ry, 1995: 31-33). Grievance and Discipline The need to raise grievances is seen in high risk operations (for their safety record), and it is logical that in such cases disciplinary procedures are attached to environmental rules and duties where noncompliance occurs (Wehrmeyer, 1996: 16-17). Indeed, expert legal opinion is that some firms may eventually move to ensure that environmental obligations are secured by including clauses in staff contracts to do so, i. e. that environmentally unfriendly behaviour may constitute a breach of contract and therefore possible grounds for dismissal (Brockett, 2006: 18). The Union Role In the United States, Rothenberg notes that firm practice at NUMMI has seen unions acting as allies to environmental managers, as union communications to workers have generated self-directed environmental initiatives from workers (Rothenberg, 2003: 1789). Jobs and Employment In the U. K. links between EM, sustainability, jobs, skills, and growth are long established (ECOTEC, 1990, 1993), but national unions i n Britain have been caught in the contradictory position of looking to support workers on opposite sides of conflicts regarding environmental protection and job preservation. Pay and Reward Pay and Reward Systems In the U. S. , DuPont has an Environmental Respect Awards program which recognizes employee environmental achievements, and both Nordstrom and 3M offer rewards for suggestions that individual staff make to help the environment and increase firm profitability (May and Flannery, 1995: 35-36). Performance-Related Pay (PRP) Company practice in the U. S. , Europe and Britain has examined the Greening of Performance-Related Pay (PRP). In the United States, companies such as Du Pont base their executive compensation and bonus system for middle managers and senior officers in part on environmental stewardship practices, where bonuses can be over 10 per cent if they develop an environmentally benign pesticide for agriculture or a non-polluting product (May and Flannery, 1995: 30; Snyder, 1992). Recognition and Awards Recognition-based rewards exist for managers in U. S. companies such as Monsanto, Dow Chemical, and ICI Americas Inc. (Milliman and Clair, 1996: 65). Other recognition-based rewards in the U. S. and U. K. include senior managers at Coors presenting awards in public meetings, and via news articles at Duke Power. Exit In terms of staff exits, where dismissal occurs, it may be that any ‘general debriefing should include an environmental dimension, and if staff resign, then HR managers need to discover why’ (Wehrmeyer, 1996: 15), or that whistle-blowing green employees (who highlight bad practices), are seen as at risk, as there is no legal protection for them, meaning that they could be dismissed for breach of confidentiality (Oates, 1996: 136). CONCEPTUAL FRAMEWORK 4. CONCEPTUAL FRAMEWORK Green HRM is the use of HRM policies to promote the sustainable use of resources within business organizations and, more generally, promote the cause of environmentalism. The kinds of action taken within green HRM initiatives include educating employees about climate change and other environmental issues, training in working methods that reduce the use of energy and other resources, promoting and incentivizing more sustainable means of travel to work (e. g. car sharing, cycling, public transport), and auditing employee benefits to eliminate those that are environmentally damaging (e. g. unnecessary provision of a high powered company car). Some green HRM initiatives also make use of employee volunteering to support environmental charities and projects and to develop green initiatives at work. Where trade unions are present, green HRM may involve consultation and joint working with union environmental representatives (i. e. union representatives who are trained to promote a green agenda at work) to advance sustainable business practice. Green HRM can be applied to the following HR processes in turn, namely of: recruitment; performance management and appraisal; training and development; employment relations; pay and reward and exit. Recruitment General job descriptions can be used to specify a number of environmental aspects. These include environmental reporting roles and health and safety tasks, which staff are exposed to harmful substances/potential emissions (and their extent), and matching personal attributes to needed environmental competencies, i. e. buying-in specialist competencies via new hires or investing in training. Induction for new recruits is seen to be needed to ensure they understand and approach their corporate environmental culture in a serious way. Performance Management (PM) and Performance Appraisal (PA) Using Performance Management (PM) in Environmental Management (EM) presents the challenges of how to measure environmental performance standards across different units of the firm, and gaining useful data on the environmental performance of managers. Performance Appraisal (PA) can cover such topics as environmental incidents, usage of environmental responsibilities, and the communication of environmental concerns and policy (Wehrmeyer, 1996: 15). Issues involved in environmental PA’s concern the need for managers to be held accountable, so that they familiarise themselves with compliance issues. Training and Development Training is seen in the literature as a key intervention to manage waste (in terms of both prevention and reduction), and occurs through organisations training teams of front-line employees to produce a waste analysis of their work areas. Such employees are seen as ideal staff to spot and reduce waste as they are closest to it, but they must be knowledgeable on how to collect the relevant data. A number of steps may be used to establish an environmental training system, such as an audit of existing training system resources and activities, forming a corporate environmental committee (with HR representatives, environmental professionals and other executives on it), a job analysis producing a job description, and environmental awareness as part of induction training (as done at the Body Shop in the U. K. , or to use a performance management system to monitor and review performance on productivity, quality, wastage and accidents. Training Needs Analysis (TNA) To assess the training requ ired in environmental management, a Training Needs Analysis (TNA) is a useful first step in terms of assessing what environmental knowledge and skills staff need. Development There is a need to change education and training programmes in EM to broaden environmental specialists into managers (i. e. generalists), meaning that the competencies that environmental executives require are similar to other business leaders. Employment Relations Employee Involvement (EI) and Participation (EP) A number of rationales for using Employee Involvement (EI) teams in EM include the ideas that they can cut waste (as employees are seen to have the most knowledge of the work processes and products involved); can manage such complex work well; and that using them helps build employee pride and commitment in their work. Using EI in the EM domain is not only seen as changing how work processes are performed, but also in terms of improving worker health and safety too. Grievance and Discipline The need to raise grievances is seen in high risk operations (for their safety record), and it is logical that in such cases disciplinary procedures are attached to environmental rules and duties where noncompliance occurs. Indeed, expert legal opinion is that some firms may eventually move to ensure that environmental obligations are secured by including clauses in staff contracts to do so, i. e. that environmentally unfriendly behaviour may constitute a breach of contract and therefore possible grounds for dismissal. The Union Role Unions act as allies to environmental managers, as union communications to workers have generated self-directed environmental initiatives from workers. Firm practice also has encourages trade union members to be involved in all environmental work programmes, producing financial benefits across the company in terms of reducing glass defects, waste glass and energy. Jobs and Employment More complex recycling and waste management strategies are seen to create more skilled employment than landfill alone, and in addition, regulations on electrical goods manufacturers to collect, re-use or recycle their products are seen to expand local authority recycling, and create more employment opportunities there as a result. Pay and Reward Pay and Reward Systems Work organisations are ideally seen to benefit from establishing a reward system for waste reduction practices that teams develop. Organisations may wish to engage in giving employees positive rewards in terms of verbal feedback from supervisors, as such informal verbal and written feedback which might help motivate employees towards environmental improvements. Performance-Related Pay (PRP) Monetary-based environmental reward systems have been developed, where for example, an important proportion of monthly managerial bonuses are dependent upon performance outcomes in EM. Recognition and Awards This includes paying employees for performing community service and giving them opportunities to attend green events and rallies. There are many ways in which incentives can be provided in an environmentally friendly way. For example, car mileage for company cars can be extended to bicycle journeys and loans, staff can be offered financial substitutes for car allowances, car pooling/sharing provisions can be encouraged, and company cars can be limited to journeys beyond public transport only. Organisations can also place financial incentives into their reward strategies, as tax incentives and exemptions promote loaning bicycles and safety equipment to employees, and a less polluting car fleet too. Exit In terms of staff exits, where dismissal occurs, it may be that any ‘general debriefing should include an environmental dimension, and if staff resign, then HR managers need to discover why’ or that whistle-blowing green employees (who highlight bad practices), are seen as at risk, as there is no legal protection for them, meaning that they could be dismissed for breach of confidentiality. ANALYSIS 5. 1 DEMOGRAPHIC ANALYSIS The demographic analysis of the sample of employees taken in the research is as follows : AGE – [pic] GENDER – [pic] EDUCATION LEVEL – [pic] ANNUAL INCOME [pic] 5. 2 DATA ANALYSIS AND INFERENCES 1) Your organization supports green HRM. |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 4. 12 Inference : Green HRM practices are carried out in DMRC. 2) Do you think green HRM is important for an organization. | |1 = Strongly |2 = Disagree |3 = Neither Agr ee Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 4. 22 Inference : A large no. of employees support that green HRM is important for an organization. 3) Your organization promotes sustainable use of resources. | |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 4. 3 Inference : Sustainable use of resources is promoted by DMRC to a large extent. 4) Do you think green HRM is a wider programme of corporate social responsibility. |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 3. 76 Inference : Only some employees believe that green HRM is a wider programme of corporate social responsibility. 5) Your organization educates employees about climate change and other environmental issues. | |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 3. 94 Inference : Employees in DMRC are educated about climate change and other environmental issues to some extent. 6) The working methods employed in your organization are not environmentally damaging. | |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 4. 58 Inference : The working methods employed in DMRC are not environmentally damaging. 7) Your organization promotes car sharing as a sustainable means of travel to work. |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 4. 36 Inference : Car sharing is promoted as a sustainable means of travel to work in DMRC to a large extent. 8) You would prefer car sharing or public transport to support green HRM. | |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 4. 66 Inference : A large no. f employees in DMRC are concerned about the environment and would prefer car sharing or public transport to support green HRM. 9) Recyclable paper is used in your organization. | |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 4. 50 Inference : One of the green HRM practices in DMRC is the use of recyclable paper to a large extent. 10) Computer systems are switched off when not in use. |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 4. 06 Inference : Computer systems are often switched off when not in use. 11) Your organization audits employee benefits to eliminate those that are environmentally damaging. | |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 3. 48 Inference : The employee benefits are rarely audited to eliminate those that are environmentally damaging. 12) Environmental charities and projects are taken up to develop green initiatives at work. | |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 3. 98 Inference : Environmental charities and projects are taken up at DMRC to develop green initiatives at work. 13) Your superiors are trained to promote a green agenda at work. |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 3. 76 Inference : Superiors at DMRC are trained to an extent to promote a green agenda at work. 14) Your superiors jointly work to advance sustainable business practice. | |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | Mean score = 3. 56 Inference : Only some employees support that supe riors work jointly to advance sustainable business practice. FINDINGS AND SUGGESTIONS 6. 1 KEY FINDINGS THE SUCCESSFUL COMPLETION OF THE STUDY PROJECTS THE FOLLOWING FINDINGS:- 1. DMRC supports green HRM and its activities promote the cause of environmentalism. 2. The green HRM practices in DMRC include – †¢ Educating employees about climate change and other environmental issues. †¢ Promoting sustainable use of resources. †¢ Employing working methods which are not environmentally damaging. †¢ Promoting car sharing as a sustainable means of travel to work. †¢ Use of recyclable paper. †¢ Switching off computer systems when not in use. †¢ Auditing employee benefits to eliminate those that are environmentally damaging. Environmental charities and projects taken up to develop green initiatives at work. †¢ Training of superiors to promote a green agenda at work. 3. As an individual, many employees would prefer car sharing or public transport to support green HRM. 4. The employees at DMRC take up green i nitiatives at work thereby helping in environment conservation. 2. CONCLUSION There is a mounting concern over global warming and the adverse effect of much business activity on the natural environment. Thus, green initiatives need to be taken at work so as to minimize the environmental damage. The Delhi Metro Rail Corporation (DMRC) has been incorporating and working towards integrating a number of green practices. Environmental responsibility is a part of the organization’s mission statement and it views the promotion of social responsibility as the most critical objective of the green programs. It has incorporated environmental management into business operations and uses its HRM policies to promote the sustainable use of resources. After a thorough study of â€Å"Green HRM†, I learned that it is crucial for an organization. DMRC has been carrying out environmental friendly practices and so sets an example for the other organizations and inspires them to promote the cause of environmentalism. 6. 3 SUGGESTIONS †¢ The organization should bring in more awareness among the employees regarding climate change and other environmental issues thereby highlighting the need for environment conservation. It should take feedback from the employees to analyze how far green HRM is being taken care of and to bring in more suggestions for further inducing green initiatives at work. †¢ It should motivate the employees to promote a green agenda at work by providing monetary or non-monetary incentives like reward systems for waste reduction practices developed by teams. †¢ Training should be provided to employees so that they can take up more and more green initiatives at work. An environmental training system should be established and environmental awareness should be made a part of induction training. †¢ The employee benefits that are environmentally damaging should be withdrawn, like unnecessary provision of a high powered company car. DMRC could employ these practices as well in order to promote green HRM. 4. LIMITATIONS In every research there are certain limitations, and this research is not an exception, so in whole process of research the situation in which the research conducted can affect the research to a small extent. The research conducted come across certain restrictions and limitations, so some of these limitations can be overlooked for the successful conduction of research. Some of the limitations that can be over looked are:- A. The findings of the study are subjected to bias and prejudice of the respondents. B. The findings of the study are solely based on the information provided by the respondents. C. Findings of the research may change due to area, demography, age condition of economy etc. D. It can’t be assured that data has high degree of precision and accuracy. E. Sometimes some people can give wrong or incomplete information so that to find out actual result we cannot fully believe on the questionnaire. BIBLIOGRAPHY BIBLIOGRAPHY Books †¢ Venkata Ratnam, C. S. and Srivastava, B. K. Personnel Management Human Resource. Tata Mcgraw-Hill publishing company Ltd, 2005. †¢ Burack, Elmer H and Smith, Robert D. Personnel Management: a Human Resource System Approach. John Wiley Sons Inc †¢ Aswathappa, Human Resource Management †¢ Rao, V. S. P. Human Resource Management. †¢ C,B Gupta , Human Resource Management. Weblinks †¢ green HRM corporate social responsibility, benefits, company car, volunteering, consultation †¢ http://www. shef. ac. uk/content/1/c6/08/70/89/2008-01. pdf Green HRM: A review, process model, and research agenda Discussion Paper No 2008. 01 April 2008 †¢ http://blogs. whattheythink. com/going-green/media//2009/02/greening-of-hr. pdf †¢ www. google. co. in †¢ www. yahoo. com †¢ www. delhimetrorail. com ANNEXURE QUESTIONNAIRE ON GREEN HRM. * Required [pic] Name [pic] Age * †¢ [pic]Less than 24 †¢ [pic]24-30 †¢ [pic]31-35 †¢ [pic]36-40 †¢ [pic]More than 40 Gender * †¢ [pic]Male †¢ [pic]Female Education level * †¢ [pic]Secondary †¢ [pic]Senior Secondary †¢ [pic]Bachelors degree †¢ [pic]Masters degree †¢ [pic]Others Annual income . †¢ [pic]Less than 2 lakhs †¢ [pic]2-3 lakhs †¢ [pic]3-5 lakhs †¢ [pic]5-7 lakhs †¢ [pic]More than 7 lakhs Are you aware of Green HRM . * Yes / No |1 = Strongly |2 = Disagree |3 = Neither Agree Nor|4 = Agree |5 = Strongly Agree | | | |Disagree | |Disagree | | | | 1) Your organization supports green HRM. * | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] | [pic] |[pic] |Strongly Agree | 2) Do you think green HRM is important for an organization. * | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 3) Your organization promotes sustainable use of resources. | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 4)Do you think green HRM is a wider programme of corporate social responsibility. * | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 5) Your organization educates employees about climate change and other environmental issues. * | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 6) The working methods employed in your organization are not environmentally damaging. | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 7) Your organization promotes car sharing as a sustainable means of travel to work. * | |1 |2 |3 |4 |5 | | |Stron gly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 8) You would prefer car sharing or public transport to support green HRM. * | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 9) Recyclable paper is used in your organization. * |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 10) Computer systems are switched off when not in use. * | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 11) Your organization audits employee benefits to eliminate those that are environmentally damaging* | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 12) Environmental charities and projects are taken up to develop green initiatives at work. | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 13) Your superiors are trained to promote a green agenda at work. * | |1 |2 |3 |4 |5 | | | Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | 14) Your superiors jointly work to advance sustainable business practice. * | |1 |2 |3 |4 |5 | | |Strongly Disagree |[pic] |[pic] |[pic] |[pic] |[pic] |Strongly Agree | [pic]

Budget Assignment

Question: A consulting firm produces a service that requires the use of labor and materials. Each unit of service requires a standard labor time of 30 minutes (0.5 hours). The average pay rate for a labor hour is 20. The consulting firm considers all materials that are required for the service as variable overheads (OH), the cost of which is directly associated with the labor hours worked. It has been estimated that variable OH rate is 10 per service hour. The budgeted and actual costs, revenue and units for the month November are given in the table below: Original Budget Actual Units of Service 1,500 1,600 Sales Revenue 120,000 124,400 Labor hours 750 860 Labor cost 15,000 20,210 Variable OH costs 7,500 8,170 Fixed Cost 68,000 68,000 Total Cost 90,500 96,380 Operating Profit 29,500 28,020 1. Calculate the flexed budget and the key variances between budgeted and actual results. 2. Reconcile the original budget and present the relationship between the budgeted and the actual profit for the month November 3. Discuss the calculated variances, and provide suggestions for better cost management. Answers: 1. Flexible Budget:- Particulars Budgeted data for 1,500 units(I) Flexible budget for 1,600 units(II) Actual data for 1,600 units(III) Sales revenue(Note 1) 120,000 128,000 124,400 Units 1,500 1,600 1,600 Selling price per unit(Note 2) 80 80 77.75 Labour hours 750 800 860 Labour hours per unit(Note 3) 0.5 0.5 0.5375 Labour cost(Note 4) 15,000 16,000 20,210 Labour cost per hour(Note 5) 20 20 23.5 Variable overhead cost(Note 6) 7,500 8,000 8,170 Variable rate per hour(Note 7) 10 10 9.5 Fixed cost 68,000 68,000 68,000 Profit(Note 8) 29,500 36,000 28,020 Note: 1-Sales revenue For (I)-1,500*80 For (II)-1,600*80 For (III)-1,600*77.75 Note: 2-Selling price per unit For (I)-120,000/1,500 For (II)-128,000/1,600 For (III)-124,400/1,600 Note: 3-Labour hours per unit For (I)-750/1,500 For (III)-800/1,600 For (III)-860/1,600 Note: 4-Labour cost For (I)-750*20 For (II)-800*20 For (III)-860*23.5 Note: 5-Labour cost per hour For (I)-15,000/750 For (II)-16,000/800 For (III)-20,210/860 Note: 6-Variable overhead cost For (I)-750*10 For (II)-800*10 For (III)-860*9.5 Note: 7-Variable rate per hour For (I)-7,500/750 For (II)-8,000/800 For (III)-8,170/860 Note: 8-Profit For (I)-120,000-15,000-7,500-68,000=29,500 For (II)-128,000-16,000-8,000-68,000=36,000 For (III)-124,400-20,210-8,170-68,000=28,020 Key variances between budgeted and actual:- Sales price variance-128,000-124,400=3,600(adverse) Direct labour total variance-16,000-20,210=4,210(adverse) Variable overhead total variance-8,000-8,170=170(adverse) 2. According to the flexible budget, the profit for 1,600 units should have been 36,000. But in actual, the profit is 28,020. The difference has arisen because of variances in sales revenue as well as labour cost as well as variable cost. The difference in budgeted profit can be calculated as under: There is difference in profit is of 7,980. There is as shortfall in profit. The shortfall is caused because of adverse variances. All the three variances calculated are adverse. Due to which the profit is adverse. The calculation is shown below: 7,980=3,600+4,210+170. 3. The variances calculated are sales price variance, direct labour total variance and variable overhead total variance. All the three variances are adverse. Variable expenses and labour expenses are incurred in excess of what should have been actually incurred. The selling price is less compared to the budgeted selling price. Units are same. Therefore, the sales price variance is adverse. Now to achieve the targeted sales revenue, company should try to sell units in an area which can provide the targeted selling price per unit. To increase the selling price is a tough decision to make as it can affect the sales units. Therefore, improving sales value variance is a difficult task. Another two adverse variances are direct labour total variance and variable overhead total variance. The cost incurred is more than what should have been actually spent as per budgeted data for standard production. Labour cost per hour is 20 while actual labour cost per hour 23.5. To make the variance positive, the labourers should be given incentives and motivation to produce more units in one hour so that per unit labour cost can be decreased. The most relevant variance to the business is variable overhead cost variance. Because, it depends upon the variable cost incurred by the company. Variable expenses incurred can be reduced to some extent by the organisation. Labour and sales variance cant be controlled as compared to variable overhead. Variable overhead can be controlled by the company. Company should analyse day to day expenses carefully so that it can cut off expenses somewhere. Maintenance expenses, supplies, material expenses should be controlled to cut off variable expenses. References:- ANON, N.D., variance analysis, Accessed on 4th February 2015, https://accounting-simplified.com/management/variance-analysis/ANON, N.D., variance analysis, Accessed on 4th February 2015, https://classes.bus.oregonstate.edu/spring-07/ba422/Management%20Accounting%20Chapter%205.htm

Occupational Inequality Differences In Power In the Work Setting Essay Sample free essay sample

Introduction Sexual stratification or inequality is present in every organisation. It seems that presents. gender cleavage has readily replaced racism. This proposal hence intends to look at how sexual disagreements have been practiced within the workplace. to be more specific within the technology field. Review of Related Literature Mayer steadfastly believes that gender dramas and of import function in finding and building one’s societal. political. economical and even national individualities ( 2 ) . Gender-related issues can non be readily disregarded or taken for granted. Assigned responsibilities and functions are affected by the individual’s sexual individuality. Take for illustration in work forces. most of the times they are seen as the family’s caput. Along with this societal building. male species are expected to supply the fiscal and material demands of their several households. If placed within the context of adult females. their motherly image conveys gradualness. comfort and attention. As a consequence. We will write a custom essay sample on Occupational Inequality: Differences In Power In the Work Setting Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page their value and worth are frequently enclosed within domestic kingdom. This brings us to the statement that the mode wherein persons performed their functions and responsibilities are besides affected by their gender. Mayer readily believes that society is comprised of â€Å"sexed objects. † Gender or gender hence becomes one of the most of import standards in measuring the function played by a peculiar person. By and large talking. sexual stratification is non merely observed within the house four portals. The workplace can be besides considered as a brooding topographic point wherein gender differences are normally felt and observed. However. it is of import to observe that in every bit far as sexual stratification is concerned. largely of the subject and discourses being used remainder on quandaries and issues that are confronted by adult females. Most of the times. a feminist attack or model is used in order to give a elaborate and comprehensive analysis. Although. one should non ignore the fact that work forces are besides prone to gender stereotypes and impressions. the focal points of this proposal will put more accent on how adult females are being objectified and to a certain extent—abused and manipulated. Mayer’s impression of â€Å"sexed objects† fundamentally generalizes the cardinal footing of gender and sexual inequality ( 2 ) . Yuval-Davis. Anthias and Campling maintained that when it comes to state edifice. the parts of adult females are frequently based on their anatomical and physiological incarnations. Because of their physical shaping characteristics. they are frequently seen as active value senders. In add-on to that. their responsibilities as biological manufacturers are besides highlighted. Given this state of affairs at manus. it seems that adult females in general are provided with undertakings that do non truly necessitate excessively much physical activity or something that readily needs physical strength. Although non overtly stated. businesss given to Eve’s posterities already have a predetermined standard on what a adult female can and can non make. However. these stereotyped impressions do non stop at that place. The minute a adult female enter the corporate universe or a profession wherein male laterality is extremely regarded. the sexual stratification further additions. One authoritative illustration of a profession wherein adult females are frequently undermined is the military. The term itself suggest machismo and to a certain extent—braggadocio at its best. Toktas described the military system as boosters of national involvements and nationalism. While it is true that other authorities establishments besides aim to lend to national growing and development. it is more intense in the armed forces ( 29 ) . This would non come as excessively much of a surprise since such system is carefully designed to safeguard the country’s freedom and sovereignty. Therefore. the function as defenders and guardians of society are frequently relegated to work forces. Work force are seen as warriors that can travel the conflict whenever the state of affairs calls for it ( Toktas 29 ) . This has led Toktas to reason that the sense of patriotism and nationalism are articulated based on the male position ( 29 ) . As warriors. one needs to possess emotional and most particularly. physical strength that would assist him get the better of the hardships of impending and baleful conflicts. Other than being warriors. work forces are besides seen as defenders. They should be aggressive plenty to support the state from any interloper ( Toktas 29 ) . On the other manus. adult females are instead seen as liabilities. They are liabilities since their ( physical ) capablenesss prohibit them from salvaging the lives of persons who are trapped in the war. Toktas further mentioned that the motherly properties of adult females tend to pigeonhole them as better health professionals than work forces ( 29 ) . In add-on to that. to see a adult female keeping unsafe arms and affect in the act of taking person else’s lives is rather inexcusable. The minute that a military adult female reach the spheres of her house. the heroic deeds that she rendered for the whole unit are all of a sudden forgotten and to a certain extent—taken for granted. As Peto suggested. the alleged â€Å"framework of care† frequently delimits the function played by adult females and grievers ( 5 ) . The same sentiment is besides expressed by Davis who analyzed the differences of occupational functions between work forces and adult females in the fish port ( 457 ) . Davis shared that in this peculiar sort of industry. it is frequently stated that the land belongs to adult females. whereas the sea is considered as the sanctuary of work forces ( 457 ) . In this type of concern. it is pretty evident that is the sea that becomes the centre of commercialism. This is the sphere wherein assorted natural stuffs are found. In relation to this. Davis explained that the state of affairs can non be simply described as a simple affair of division of labour ( 457 ) . Womans are seen to work best when they are on land since they are expected to execute the mundane family jobs while their hubbies spend most of their yearss fishing. If there is any possibility wherein adult females can be involved in the overall production. this are nonetheless really minimum. Most of the times. adult females are included by in less strict activities such as â€Å"fish processing ( Davis 457 ) . † Other than that. the heavier undertakings are readily assigned to work forces. In the interim. Rhode expounded that sexism in the corporate universe is expressed in elusive manners ( 613 ) . To be able to turn to this issue. Rhode shared certain scenarios and state of affairss that should be considered in keeping balance and equality between both genders ( 613 ) . One of this is to decrease. if non wholly eliminate excessively much accent on muliebrity. The issue of muliebrity frequently suggests that adult females possess certain qualities and characteristics such as being less rigorous or strong when it comes to doing determinations ( Rhode 613 ) . Rhode besides noted that competency quandary should be besides given focal point and action. Basically. this is due to the fact that adult females do non normally attain supervisory places since they are non given the opportunity to demo their leading accomplishments and potencies. The related literature presented in this treatment gave visible radiation to the existent preparation of this proposal Study Framework Conflict theory shall be used as the theoretical model of the survey. This will supply construction in footings of nearing the societal job that the research worker wants to discourse. Conflict theory analyzes the disagreements and inequality that is brought away by power dealingss and economic position. Brym and Lie mentioned that this theory has four specifying features ( 11 ) . Once and for all. struggle theories address certain issues such as category struggles—the evident manifestation of domination and subordination within specific groups ( Brym A ; Lie 11 ) . Another feature of this model is demoing how inequality is created and perpetuated within specific scenes ( Brym A ; Lie 11 ) . The 3rd characteristic has something to make on the agencies and ploies on how ascendant groups sustain. maintain and reenforce their high quality ( Brym A ; Lie 11 ) . The last but non the least is that struggle theories by and large suggest â€Å"lessening privileges† in order to accomplish balance and equality ( Brym A ; Lie 11 ) . If placed within this survey. struggle theory shall be utilized to measure how male assert their power and authorization in the work topographic point. It will analyze how the two genders go through a supremacy conflict. The said model will besides seek to look on how the patriarchal orientation of society has led to the cleavage of the two groups which are manifested through the interplay of several factors such as linguistic communication. power-relations and ideological struggles that are present in the workplace. But of class. this model will besides steer the survey towards a better apprehension sing the kineticss and operations of sexual stratification and inequality in the corporate universe. Research Methodology Design This undertaking shall be a instance survey in the inequality or sexual stratification in the workplace. However. to do the undertaking more focussed and significant. the instance survey will look on the battle of the two genders within the technology field. Basically. both work forces and adult females has already entered in this sort of profession. Both of them have proven their value and worth. But so once more. it can non be denied that gender differences still occur. The means and ways on how these inequalities are manifested shall be outlined by the instance survey. The research worker utilized the instance survey attack since the attack enables him or her to look into the intricate inside informations of the whole discourse ( Yin 2 ) . Although unfavorable judgments and incredulities likewise have risen since the attack merely focuses on a individual event. instance surveies are far more holistic in the sense that it can prolong â€Å"meaningful real-life events† like â€Å"individual rhythms. organisational and managerial procedures etc ( Yin 2 ) . This will besides forestall the research worker from being out of focal point due to unneeded misinterpretations brought by many mutualist variables. Sample The samples that shall be used in the survey are male and female applied scientists who possess a three-year on the job experience or more. Because of the length of clip that they have rendered in such profession. more or less. they are now to the full cognizant of the sexual stratification and inequality that is experienced in their chosen callings. However. it is of import to observe that sexual stratification can besides victimise work forces. This is something that is non sole to adult females entirely. In order to do this undertaking more comprehensive. the research worker sees the demand of puting more accent on an technology house or company. Sampling Purposive trying shall be employed in this analysis. Purposive trying readily targets a specific group ( â€Å"Purposive Sampling† ) . They are chosen based on their alone features. As for this instance. it is the working experience that shall find the type of participants that shall be involved in the survey. Their on the job experiences enable the samples to give a more elaborate history and understanding on how sexual stratification and inequality are observed in the workplace. Instrument Focus group treatments and participatory observation shall be the chief instruments of the survey. Compared to formal interviews. focal point group treatments allow the instance survey participants to be more unfastened and concerted when it comes to discoursing the whole issue. It is because the force per unit area felt is minimized if compared to the formalities of a structured interview. Since it is a group. more or less the participants have a common land. There is a sense of belongingness that will do these persons participate more actively and unwrap important informations and information ( Wiederman A ; Whitley 178 ) On the other manus. participatory observation shall be utilized since the research worker needs to measure how sexual inequalities and differences are practiced in the workplace. The mode wherein the two genders interact with each other shall supply meaningful penetrations on how divisions and atomizations based on gender are observed in the technology field. However. the research worker will guarantee that objectiveness will still be observed since participant observation. if non suitably used is prone to bias ( Miller A ; Brewer 223 ) . Datas Analysis The survey shall be qualitative in nature. It will clarify how struggles and battles due to gender differences are observed in the technology profession. Scope and Restriction Although there are many cases wherein gender inequality is observed in the workplace. the survey will merely concentrate on the technology field. This will readily lend on how this issue can be addressed. Plants Cited Brym. Robert and John Lie.Sociology Your Compass for A New World.United statess: Thomson Wadsworth. 2004 Davis. Dona. When Men Become â€Å"Women† : Gender Antagonism and the Changing Sexual Geography of Work in Newfoundland. †Sexual activity Functions: A Journal of Research. 29. 7-8 ( 1993 ) : 457 Mayer. Tamar.Gender Ironies of Nationalism: Arousing the State. New York: Routledge. 2000 Miller. Robert and John Brewer.The A-Z of Social Research: A Dictionary of Key Social Science Research Concepts. London: Sage Publications Peto. Andrea. â€Å"Women. War and Military in Eastern Europe†Minerva: Quarterly Report onWomans and the Military.( 1999 ) 5 â€Å"Purposive Sampling†Wadsworth. Retrieved 06 April 2008 from ttp: //www. wadsworth. com/psychology_d/templates/student_resources/workshops/res methd/sampling/sampling_29. hypertext markup language Rhode. Deborah. â€Å"The Subtle Side of Sexism. Contributors†Columbia Journal of Gender andLaw. 16. 3 ( 2007 ) : 613 Toktas. Sule. â€Å"Nationalism. Militarism and Gender Politics. †Minerva: Quarterly Report onWomans and the Military. 20. 2 ( 2002 ) 29 Wiederman. Michael and Bernard Whitley.Handbook for Conducting Research on HumanSex. Mahwah. New Jersey: Lawrence Erlbaum Associates. 2001 Yin. Robert.Case Study Research: Design and Methods.London: Sage Publications. 2003 Yuval- Davis. Nira ; Floya Anthias and Jo Campling.Woman. State. State. London: Macmillan. 1989

One sentence of life

One sentence of life One’s life sentence is  miraculous  and is full of pain, sacrifice, forgetting what is staining towards what is ahead, rather than focusing on what tears ones life  down. One tries to concentrate on those things that  build  them up.Advertising We will write a custom essay sample on One sentence of life specifically for you for only $16.05 $11/page Learn More This page is to  establish  how everyone’s life can be described in a short sentence. It also describes how they can  get  there. For example, if one wants to become a millionaire, one needs to reprogram his/her mind and believe that he/she deserve to become wealthy. Individuals who became millionaires with some of their  advice  for achieving success of their culture: â€Å"Fake it until you  make  it†. Debts  hold  people back, buy liabilities, and make those payments forever, spend less than they make, live a modest  lifestyle  and do not live up to every raise. Some people spend their wealth for the next ten years,  and  they have done it on  credit. This is a case where, being a millionaire is not encouraged by anyone. However, it is a matter of choices. It is not suggesting one to decorate his/her houses in  cosy  furniture,  fabulous  TV and macaroni and cheese every night.  Do they actually  need  to  buy  a car that is so expensive, that they extend  the payments for many  years? Many people who  choose  money over â€Å"stuff† would not  consider  spending it on the most  valuable  things because they know that their money can be of better use elsewhere.  Liability buying would cause them stress since they would rather buy an  asset  that will  appreciate  for a long  period  and help them  earn  investments.  In addition, some savers think that spending a lot of money on vacations is ridiculous. Paring it all  down, there are seven steps on how to become wealthy. The fact is, being wealthy is not being a â€Å"millionaire†. Financial  independence  is the  goal  for many people,  says Stewart Welch of the Welch  group  in Birmingham Ala. Develop a  wealth  plan. Live below your means, lay off the credit,  make  your money work,  start  your own business, and  get  professional  advice. This will boost investing money which is a leading way to become a millionaire. That is the point in time when the  money  from investments is either equal to or greater than what they  earn  from work. The statistics show that 95% of the  population  never achieves financial independence. For 65% of the retirees, social security is their largest source of retirement income. The reason why people do not achieve financial independence is that  they  do not have any plan,  so that is number one rule of becoming wealthy.Advertising Looking for essay on rhetoric? Let's see if we can h elp you! Get your first paper with 15% OFF Learn More Saying one wants to become wealthy is not strong enough. One needs to come up with a written plan. It forces one to do something,  calculate  what they  need  to  earn  and  invest. The plan is not just a  goal  .It also includes ones dreams and options in life. It helps one make the right decisions and avoid misuse of money. However, it would be  agreeable  to say that,  anyone can become a millionaire,  but  the truth  is that,  anyone  who is  willing  to  effect real change in their lives and  take  serious  action  towards their goals are going to  make  it. Being a millionaire lies in the hands of the beholder.

Social Impact of Technology Essay Example | Topics and Well Written Essays - 750 words

Social Impact of Technology - Essay Example These very children, who were undernourished, hailed from the underprivileged and sidelined segments of the society and also happened to be pathetically illiterate, were using the internet to have some meaningful peep into the unconcerned world surrounding their dismal existence. This conclusively explains the impact that the computers have on our society. Therein lays the power of computer, the great equalizer. The overall social impact of computer is defined by one word that is 'accessibility'. While the fall of the Berlin Wall in December 1990 initiated the demise of communism, there exists no doubt pertaining to the fact that the much touted capitalistic societies had dangerously ushered in an unequal distribution of wealth (Friedman, 2006, p.50). Till the advent of computers, there existed an unjust world in which the lucrative data and information were accessible only to a privileged few and thus the underprivileged strata of the society was highly limited in its ability to take advantage of the opportunities for growth and development. Computers turned out to be great equalizers in the sense that they enhanced the universal accessibility to information like never before. Doing so they ended up empowering the hitherto sidelined sections of the society by offering the requisite information to everybody and anybody located anywhere in the world, at the click of a mouse and that to at a relatively affordable price. It was a British computer scientist, Tim Berners-Lee, who while working for CERN, the European Organization for Nuclear Research at Switzerland, pioneered the concept of a World Wide Web, which was primarily intended to be a system for creating, organizing and linking documents so as to make them accessible via internet (Friedman, 2006, p. 59). This concept eventually metamorphosed into the invention of easy to install and consumer friendly commercial browsers that served as a media for universal connectivity. This made possible the interaction of multiple online computers and networks. The scope of these nascent inventions was exponentially multiplied by the advent of new software. Now the computers enabled everybody with a reasonable digital literacy to create and share digitalized information. Infact the concerned computer nerds all around the world are working hard to revolutionize the sharing of data by creating more potent software and uploading them on the internet to be acce ssed and downloaded by all for free. This ushering in of the community software is drastically cutting the power of the middlemen and the vested interests in the market for digital technology and all the related commercial and humanitarian frameworks. Computers had an unforeseeable yet salubrious impact on the way economies interact and operate. Computers not only enabled the corporations to take advantage of the resources, capital and the skilled labor

Assessing and Understanding the Foreign Exchange Market Essay

Assessing and Understanding the Foreign Exchange Market - Essay Example (Investopedia) Chinese foreign exchange market plays an important role in the development of its economy. It is an important source of investment and income in China. The Chinese foreign exchange market mainly deals in Chinese RMB Renminbi Yuan. The basic function of Chinese foreign exchange market is to conversion the currencies. For example in this market the U.S. dollars can be converted into Chinese RMB. Another important function of Chinese currency market is that it facilitates international business transactions of China through the conversion of currencies. (Laura Acevedo) An important tool for stable economic growth is currency value and this market helps the central bank in controlling the value of its currency through buying and selling. It is also a productive source of investment for the investors in China because if they a currency at a lower rate and due to fluctuations in currency rate they are able to sell it at a higher rate than this sure is a profitable investment . (Maps of World) Spot rate is the price that a buyer is ready to pay for buying a currency in terms of another currency. Chinese spot exchange rates are determined by the central bank. This determination by the central bank is based on a number of factors which include the buying and selling of Yuan in different exchange markets, the value of Yuan in term of other currencies- as this value keeps on changing the spot rate of Chinese exchange market also changes simultaneously. These rates are very important in the Chinese currency market as they are the current exchange rate on the basis of which the day to day transactions of the Chinese stock market take place. And without these rates no business is possible in this market. (Investopedia) Forward exchange rate is the rate at which a currency can be traded for one currency at a particular time in future. This time ranges between two days to twelve months. China puts forward exchange rate reforms when necessary in order to maintain its social and economic stability. Forward exchange rate plays an important role in insuring foreign exchange risks because when a country enters in a transaction through forward exchange rate and in the meantime the exchange rates fall badly then the forward exchange rate act as insurance against unprofitable dealings. (Ozforex) One of the most important theories used for the determination of currency exchange rate is purchasing power parity theory (PPP). It is an economic theory that calculates the changes that are to be made in the currencies of two countries in order to make the difference between their exchange rates and their purchasing power equal. Mathematically this theory is represented as follows: S=P1/P2 Here â€Å"s† is the exchange rate between the two currencies. â€Å"P1† is the price of good x in country one and â€Å"P2† is the price of good x in country two. This theory can be elaborated by an example that if a cold drink costs 1.50 Yuan in ch ina than it should be worth 1.00 us dollars if the exchange rate between U.S.A and china is 1.50 USD/RMB. This theory helps the economists in determining the standard of living in different countries. (Investopedia) It is possible that a currency may be devalued but the standards of living may remain high due the higher purchasing power of the people. Most of the economists prefer purchasing parity concept in the calculation of GDP as countries like china intentionally understate their currency value which results in the understatement of GDP. Therefore mostly the GDP of different countries is calculated through purchasing parity approach. This theory also helps in the correction of trade

Assignment 6b Scenario Essay Example | Topics and Well Written Essays - 750 words

Assignment 6b Scenario - Essay Example This approach is generally favorable to a manufacturing division but not for a retail division. The second approach is the negotiated price approach. In this approach, a manufacturing division and a retail division both negotiate a price. The price of a product is set so that all of the variable costs of the manufacturer are covered and the price is lower than the market price, but the manufacturer still makes a profit. This method is commonly used when a manufacturing division has unsold inventory, as it can still sell products by using this method. This method is also more favorable to the retailer than the market price approach. The final approach is the cost price approach. In this method, a product is sold to the retail division at its standard cost or its actual cost. This price may even not be enough to cover all of the expenses of the manufacturing division. This method is the most profitable for the retail division, and it is unlikely to be supported by anyone in charge of manufacturing unless there is low demand for the manufacturer’s product or a massive amount of excess capacity at the manufacturer’s facility. There are several reasons why market price approach is the transfer pricing approach that should be used for Pharmafin’s new modules. One of the modules will be produced internally, and to produce it, the company’s production facilities will need to add new equipment. Production staffing also needs to be increased by ten percent. These large expenditures will make it necessary to use the pricing method that causes the company to receive the highest price so that it can cover the new expenditures. The marketing department shows that there is a high level of consumer demand for the new machinery. Because of this, the new machinery should sell even if it is sold at a higher price. The other two pricing approaches could lead to a lower price, but they might also lead to revenues that are inadequate to cover

Accounting Information Systems

Accounting Information Systems 3-1. The text provides seven reasons why documenting AISs is important: (1) depicting how the system works, (2) training users, (3) designing new systems, (4) controlling systems development costs, (5) standardizing communication with others, (6) auditing, and (7) controlling end-user support costs. Additional reasons include: (1) to help evaluate the performance of system personnel, (2) to help evaluate the adequacy or efficiency of an existing system, and (3) to provide design specifications to outside vendors who might be proposing new systems. Accountants are interested in system documentation for all these reasons. For example, inadequate documentation makes it difficult to use an integrated accounting package effectively, design one for others to use, or audit a system intelligently. Flowcharts and similar systems documentation are also important to auditors. These charts can help auditors spot internal control weaknesses that are not apparent from prototypes or not obvious when observing a system in use. 3-2. Document flowcharts are a type of system flowchart. Whereas system flowcharts are process-oriented, document flowcharts focus on the flow of physical documents through the processing system. Document and system flowcharts are similar in that they use similar symbols in their construction. A few additional symbols, such as envelopes and hand trucks to depict movement of goods, are more likely to appear in document flowcharts than system flowcharts. But system flowcharts contain more detail about processing logic. Accountants can use data flow diagrams (DFDs) to depict the physical flows of data through an AIS (like document flowcharts), or the logical flow of data through an AIS (like system flowcharts). Like document or system flowcharts, their main objective is to document data flows in an orderly, graphic, and easily-understood format. But DFDs use fewer symbols than either document or system flowcharts, and do not require columns (like document flowcharts). Program flowcharts are really the lowest level of system flowcharts because they outline the logic sequence for a particular application program. Thus, they are more used by programmers and system analysts than by accountants and auditors. Still, auditors will need to understand these program flowcharts when looking at program logic and program controls. Program flowcharts use many of the same symbols found in system flowcharts, but also use some special ones such as the decision symbol. 3-3. A document flowchart is a pictorial representation of the physical data flow through the various departments of a business. A document flowchart is used in designing or evaluating an accounting information system. 1. A systems analyst uses it when evaluating a system to see if each department is receiving the necessary data and that unnecessary data are not transferred. 2. A system designer uses it when there is interest in improving or replacing an existing system. 3. A computer programmer can use a document flowchart when preparing system flowcharts. 4. An auditor uses it to help define, follow, and evaluate an audit trail. 5. An internal data security expert uses it to indicate weaknesses in internal control and data control. 3-4. Guidelines for creating document flowcharts, system flowcharts, and data flow diagrams are listed in the text. See relevant chapter sections for document flowcharts, system flowcharts, and data flow diagrams. 3-5. Data flow diagrams use a square symbol to show the source or destination of data. A circle symbol indicates a process. An open rectangle symbol indicates a store of data. Finally, arrows depict a data flow or data stream. 3-6. Data flow diagrams are created in a hierarchy called the top-down approach to systems development. In this approach, developers create these diagrams in levels, beginning with the broadest, least-detailed level, and exploding (working towards increasing refinements of) each piece of the preceding level until the system is completely specified. The rationale behind this approach is to keep major system objectives in view at first, and to worry about details later after major system components are specified. However, the process is reiterative, revisions are common, and little is considered final until the lowest diagram levels have been specified and approved. The broadest DFD is called a context diagram. The next level (a level-0 diagram) is also called a physical data flow diagram. Lower levels are numbered level-1, level-2, and so forth, and are commonly termed logical data flow diagrams. 3-7. It is usually easier to follow logic with a chart or figure than with a written narrative. For example, when reading a long narrative description of a process, it is often difficult to visualize relationships between system elements and a readers attention can wander. In contrast, graphical depictions of the same logic are usually easier to understand because most people grasp the use of arrows to show connections or data flows. 3-8. Decision tables outline the set of conditions that a given processing task might encounter and indicate the appropriate action to take for each condition. Decision tables can therefore help system designers plan data processing functions and create written records of the processing logic for later reference. The major advantage of decision tables is that they can summarize a potentially large number of conditions and actions in a compact format. Decision tables are also useful as planning tools to system analysts and related individuals who are charged with the task of helping create new AISs. Finally, the accountants who audit AISs rely heavily upon internal documentation, and decision tables can help them verify the processing logic and control procedures that were built into these AISs. 3-9. Just as word processors enable users to create, store, modify, and print word documents, CASE tools enable information technology and accounting personnel to create, store, modify, and print system documentation. The term CASE is an acronym for computer assisted software engineering. CASE tools automate the development of program and system documentation. Thus, developers use them to create data flow diagrams, entity relationship diagrams, record layouts, data entry screens, report formats, screen menus, system flowcharts, and program flowcharts. Most also include generators for developing data dictionaries. CASE tools are computer programs that typically run on microcomputers. The user selects a particular type of document to develop or modify, and then works on it in much the same way that a secretary uses a word processor to work on a word document. It is not necessary to use CASE programs to develop AIS documentation, but it is difficult to imagine why anyone would not use such capable and time-saving tools. 3-10. End user computing refers to the computer activities of non-computer employees, especially the development of large spreadsheets and databases. Although such activities are commonplace today, they also create problems. For example, when non-IT personnel develop important computer applications, a company becomes increasingly dependent upon such individuals to answer questions, or to explain how to use the software. Documentation is also important in end-user computing environments because it provides the training aids, user descriptions, tutorial manuals, and reference materials that other users need in order to run the applications effectively. Problems 3-11. Process Alternate Process Decision Data Predefined Process Internal Storage Document Multidocument Terminator Preparation Manual Input Manual Operation Connector Off-page Connector Card Punched Tape Summing Junction Or Collate Sort Extract Merge Stored Data Delay Sequential Access Magnetic Disk Direct Access Display Storage Storage 3-12. Mark Goodwin Convenience Stores Garcia-Lanoue Company 3-15. Ron Mitchell Manufacturing Company 3-16. Amanda M Company 3-17. Winston Beauchamp Company 3-18. LeVitre and Sweezy Credit Union 3-19. Jeffrey Getelman Publishing Company 3-20. The Bridget Joyce Company The decision table is shown below. Note that alternate decision rules would also be reasonable here since the case does not specify exactly what action is to be taken for each set of conditions. DECISION TABLE RULES Account Status: 1 2 3 4 5 6 7 8 9 10 11 Not past due X Less than 30 days past due X 31-60 days past due X X X 61-90 days past due X X X More than 90 days past due X X X Account Activity: No activity X X X X X Written communications X X X Partial payment X X X Action: Do nothing X X X X X X X Send first letter of inquiry X Send second letter of inquiry X X Collection agency referral X This exercise requires some creativity on the part of the student. One possibility is to give each customer a rating on the following: a) no prior delinquency history b) only one prior delinquency c) only two prior delinquencies d) more than two prior delinquencies Mr. Smith can now make a decision based upon this categorization of customer account history. It might also be pointed out that many companies handle delinquencies on an individual basis. Most small companies, for example, will try to work with their customers whenever possible instead of writing to them impersonally because written confrontations rarely produce desired results. 3-21. This problem requires students to draw the flowcharts in Figure 3-20. In a later part of the problem, students are also asked to recreate the flowcharts in Figures 3-3, 3-6, 3-8, 3-11, 3-12, 3-13, 3-14, and 3-15. Because these flowchart are already shown in the text, the outputs are already known. Teaching notes: Students should follow the directions provided in this case to create the two (program) flowcharts shown as well as the link that connects the two flowcharts together. Students can document their links by printing a copy of their formulas. Finally, although using Excels drawing tools is straightforward, it still takes time to create even small diagrams with them. Thus, we recommend that instructors do not assign all parts of this case (a through h), but only assign a selection of these diagrams. Case Analyses 3-22. The Berridge Company (Drawing Document Flowcharts) 1. A document flowchart for the Berridge Companys inventory control system may be found after #3 (below). 2. The company can eliminate one or more copies of the retail store requisition (RSR) form. The document flowchart (and case description) indicate that a retail store prepares three copies of the RSR form. One copy is retained in a file at the retail store, and two copies are forwarded to the warehouse. When warehouse personnel fill the order, they file one copy of the RSR form in their own files, and forward the last copy of this form to the inventory control department for use in updating its records. The end result of this effort is a lot of paperwork. One way to reduce it would be to allow the warehouse personnel to create the computer record that indicates a disbursement to an individual store, thus eliminating the need for the third copy of the RSR form currently sent to inventory control. The company could eliminate all copies of the RSR form by computerizing its warehousing operations completely. In this new system, a retail store would create a computer record for each requisition, which the system could then display onscreen or print on a report of similar requisitions for the warehouse each day. When a requisition order is filled, personnel in the warehouse could indicate this by entering the required data into the computer system. This entry would trigger an inventory update in the inventory file and eliminate the pending requisition record from the file of active requisitions. 3. The company currently creates five copies of each purchase order. These copies are sent to: (1) the vendor, (2) accounts payable, (3) inventory control, and (4) the warehouse. The purchasing department retains the fifth copy. This seems excessive. It is obvious that the company must send one copy of the purchase order to the vendor. In addition, it makes sense for control purposes to send one copy of the purchase order to the receiving department (for use in comparing against the subsequent bill of lading), and to retain one copy of the PO to document the purchase itself. It is less obvious that the company needs to create the other two copies of the purchase order. In fact, the document flowchart indicates that both the inventory control department and warehouse personnel perform the comparison function when goods arrive a duplication of effort. Similarly, the company can probably eliminate the copy it currently prepares for accounts payable. Instead, warehouse personnel can attach its copy to the receiving report, and the accounts payable department can use the warehouse copy to prepare a check to the vendor. A document flowchart for the Berridge Companys inventory control system. FreezeTime, Inc. (Drawing System Flowcharts) The systems flowchart is valuable because it shows the flow of activities and documents within the sales/collection process. The flowchart is particularly useful for identifying redundant, unnecessary, and risky activities. 3-24. The Dinteman Company (Document Analysis) 1. a) Data items which should be included on a repair/maintenance work order document are as follows: 1) Job identification à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ department (or plant) for which work is to be done, machine or work station, and general description of job. 2) Starting and completion dates à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ both estimated and actual. 3) Materials and supplies data estimated and actual quantities and costs. 4) Labor data à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ estimated hours, actual hours cost, and employee number for each job or person completing the work. 5) Applied overhead. b) At least four copies of the work order would be required with a possible fifth copy needed if a work order summary is not prepared. The work order would be prepared in the R M Department and given to the supervisor for review and scheduling. The work order would then be used by the person responsible for the work by recording the actual hours spent on the job and the actual materials and supplies required to complete the job. After the job is completed, the work order would be forwarded to accounting for costing and charging. The distribution of each copy of the work order would be as follows: Original (Copy 1) à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ Once the job is completed and all data has been recorded on the work order, this copy is forwarded to the Accounting Department for costing and then filed in the Accounting Department. Copy 2 à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ This copy is also fully completed and is filed in the R M Department in a completed work order file. Copy 3 à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ This copy would be kept by the R M Department in a file of scheduled jobs until the work is completed. A reference file is needed for all work orders while the job is in process. Once this job is completed, Copy 3 would be attached to Copy 2 and filed with Copy 2. Copy 4 à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ This copy would be sent to the Production Department where the work is being done to acknowledge the actual scheduling of the job. An evaluation of the performance of the R M Department would probably be done in three departments as explained below: The department which requests the work should compare the estimated charges indicated on the Work Order Request with the actual charges and the timeliness of the work, (e.g., the estimated and actual starting and completion times on the Work Order). If the work is not timely or if the actual charges vary considerably from the estimate, the management of the Production Department would contact the supervisor of the R M Department for an explanation. The supervisor of the R M Department would conduct a selfà ¢Ã¢â€š ¬Ã¢â‚¬Ëœevaluation by comparing the Work Order Request and the completed Work Order. The supervisor would want to be sure the actual times and charges were close to the original estimates. Such a comparison would be important for evaluating the staff in the department and also for preparing future estimates. The Accounting Department (or some other appropriate department) would probably conduct a review of the R M Departments work. The estimates and actual results shown on the Work Order would be compared. Types of repair and maintenance jobs which have standard times for completion would be compared with actual times required for the work in order to evaluate the departments performance. 2. See document flowchart on following page. 3-25. Lois Hale and Associates (Drawing Data Flow Diagrams)